This Modern Slavery and Human Trafficking Statement is made pursuant to section 54(1) of the Modern Slavery Act 2015 and constitutes the company’s slavery and human trafficking statement for the financial year ending December 2022.
The policy sets down VISION’s commitment to preventing slavery and human trafficking in our business activities and the steps we have put in place with the aim of ensuring that there is no slavery or human trafficking in our own business and supply chain. We all have a duty to be alert to risks, however small. Employees are expected to report their concerns and management is to act upon them.
This policy applies to all persons working for us or on our behalf in any capacity, including employees at all levels, directors, officers, agency workers, seconded workers, volunteers, interns, and where applicable agents, distributors, contractors, external consultants, third-party representatives and business partners.
VISION Directors have overall responsibility for ensuring this policy complies with our legal and ethical obligations, and that all those under our control comply with it.
Our HR Department has primary and day-to-day responsibility for implementing this policy, monitoring its use and effectiveness, dealing with any queries about it, and auditing internal control systems and procedures to ensure they meet the standards required, and that they are effective in countering modern slavery.
Adherence to the policy, and the prevention, detection and reporting of modern slavery in any part of our business or supply chains is the responsibility of all those working for us or under our control. Employees are required to avoid any activity that might lead to, or suggest, a breach of this policy. Employees must notify their Manager as soon as possible if he/she believes or suspects that a conflict with this policy has occurred or may occur in the future.
Employees are encouraged to raise concerns about any deviation from the policy or any issue or suspicion of modern slavery in any part of our business or the supply chains at the earliest possible opportunity.
If an employee is unsure whether a particular act, the treatment of workers more generally, or their working conditions within any tier of our supply chains breaches the policy or constitutes any of the various forms of modern slavery, they must raise it with HR.
We are committed to ensuring no one suffers any detrimental treatment as a result of reporting, in good faith, their suspicion of a breach of the Minimum Standards or that modern slavery of whatever form is or may be taking place in any part of our own business or in any of our supply chains.
At VISION we are committed to:
We are committed to ensuring there is transparency in our own business and in our approach to achieving the standards set out and to tackling modern slavery throughout our supply chains. We expect the same of our contractors, suppliers and business partners. As part of our contracting processes, we will seek to include specific prohibitions against the use of forced, compulsory or trafficked labour, or anyone held in slavery or servitude, whether adults or children. We expect our suppliers to hold their own suppliers to the same standards.
VISION recognises the correlation between poor labour standards and poor-quality services. As such VISION is committed to ensuring both it and its suppliers reach minimum labour standards at all times by assigning a Quality Assurance role to each of its engagements.
These minimum labour standards, devised by reference to Social Accountability International’s SA8000
document and the UN Universal Declaration on Human Rights, are as follows:
Child Labour: VISION does not engage in or support the use of child labour. If VISION engages any young workers (for example, on work experience), it will ensure that a suitable risk assessment is carried out and that young persons are not exposed to any hazardous conditions, or in any case work more than 8 hours per
Forced & Compulsory Labour: VISION does not engage in or support the use of forced or compulsory labour, or bonded or involuntary prison Employees are free to leave upon reasonable notice.
Health & Safety: VISION provides a safe and healthy workplace environment and shall take effective steps to prevent potential accidents and injury to employees’ health by minimising, so far as is reasonably practicable, and in co-operation with its employees, the causes of hazards inherent in the workplace. All employees receive safety and job specific instructions during the course of their employment. Employees have access to clean sanitary facilities and drinking water.
Freedom of Association: The freedom of association is respected, and VISION complies with UK labour relations legislation in this
Discrimination: VISION does not engage in or support any discriminatory practices in hiring, remuneration, access to training, promotion, termination or retirement based on race, national or social origin, caste, religion, gender, sexual orientation, political affiliations, age or other conditions that could give rise to
Disciplinary Practices: VISION treats all employees with dignity and VISION does not engage in nor tolerate the use of corporal punishment, mental or physical coercion or verbal abuse of personnel. No harsh or inhumane treatment is permitted.
Working Hours: VISION complies with applicable laws and industry standards on working hours and holiday entitlements. Normal hours of work are 9:00 am to 5:30 pm Monday to Friday with a lunch break of 1
Remuneration: VISION complies with national laws and regulations with regard to wages and benefits. All work-related activities are carried out on the basis of a recognised employment relationship established according to national law and practice.
Training on this policy, and on the risk our business faces from a breach of the Minimum Standards or from modern slavery in its supply chains, forms part of the induction process for all individuals who work for us, and training is provided as necessary.
We communicate our policy as appropriate to suppliers, contractors and business partners at the outset of our business relationship and reinforce as appropriate thereafter.
Any employee who breaches this policy will face disciplinary action, which could result in dismissal for misconduct or gross misconduct.
We may terminate our relationship with other individuals and organisations working on our behalf if they breach this policy.
This document will be reviewed on an annual basis or in the event of legislation change that effect this documents content.
Document Reference: VP3ASL030321